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    PROJECT REPORT ON

    EMPLOYEE JOB SATISFACTION OFACCORD COMMUNICATION LTD

    SUBMITTED IN THE PARTIAL FULLFILLMENT

    OF THE REQUIREMENT OF DEGREE OFMASTER OF BUSINESS ADMINISTRATION

    MS-100

    SUBMITTED BY:

    BHAVYA NIDHI SHUKLA

    MBA (HR)

    ENROLLMENT NO: 081255442

    STUDY CENTRE:2728

    SUBMITTED TO:

    INDIRA GANDHI NATIONAL OPEN UNIVERSITY

    MAIDAN GARHI NEW DELHI 110068

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    ACKNOWLEDGEMENT

    I find it a matter of honor in showing my feeling of ineptness and thankfulness to Mr.

    Amit Kumar (Guide) for helping me to Complete this project report . He is the guiding

    force and prime inspiration in taking me. His ingenuity and grasp is going to make success

    this study possible.

    I would Also like to thank my mentor Mr. Heeresh Sharma (HR Manager) at Accord

    Communication Ltd.

    And at last but not the least I am thankful to my parents, friends for unconditional

    support

    BHAVYA NIDHI SHUKLA

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    DECLARATION BY LEARNER

    I BHAVYA NIDHI SHUKLA , (Enrollment No: 081255442) hereby declare that the

    Project titled as EMPLOYEE JOB SATISFACTION OF ACCORD

    COMMUNICATION LTD is an Original piece of work. It has been submitted in

    partial fulfillment for the Award of the Master of Business Administration from IGNOU.

    Date: BHAVYA NIDHI SHUKLA

    Place: Meerut

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    CERTIFICATE

    This is to certify that BHAVYA NIDHI SHUKLA , student of IGNOU studying Master

    of Business Administration (HR) has completed his Project in my guidance on title

    EMPLOYEE JOB SATISFACTION OF ACCORD COMMUNICATION LTD

    Amit Kumar

    MBA(HR)

    (HR Manager)

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    PREFACE

    The project work entitled EMPLOYEE JOB SATISFACTION OF ACCORD

    COMMUNICATION LTD Job Satisfaction is the favorableness or un-favorableness

    with which the employee views his work. It expresses the amount of agreement between

    ones expectation of the job and the rewards that the job provides. Job Satisfaction is a

    part of life satisfaction. The nature of ones environment of job is an important part of life

    as Job Satisfaction influences ones general life satisfaction.

    Job Satisfaction, thus, is the result of various attitudes possessed by an employee. In a

    narrow sense, these attitudes are related to the job under condition with such specific

    factors such as wages. Supervisors of employment, conditions of work, social relation on

    the job, prompt settlement of grievances and fair treatment by employer.

    However, more comprehensive approach requires that many factors are to be included

    before a complete understanding of job satisfaction can be obtained. Such factors as

    employees age, health temperature, desire and level of aspiration should be considered.

    Further his family relationship, Social status, recreational outlets, activity in the

    organizations etc.

    Contribute ultimately to job satisfaction.

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    CONTENTS

    01 DECLARATION 02

    02 CERTIFICATE 03

    03 ACKNOWLDGEMENT 04

    04 PREFACE 05

    05 INTRODUCTION 07

    06 OBJECTIVE 09

    07 EXECUTIVE SUMMARY 10

    08 COMPANY PROFILE 12

    09 LITERATURE REVIEW 25

    10 RESEARCH METHODOLOGY 64

    11 DATA ANALYSIS 69

    12 LIMITAION 79

    13 CONCLUSION SUGGESTION 80

    14

    15

    Bibliography

    Questionnaires

    81

    82

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    INTRODUCTION

    Job satisfaction in regards to ones feeling or state of mind regarding nature of their work.

    Job can be influenced by variety of factors like quality of ones relationship with their

    supervisor, quality of physical environment in which they work, degree of fulfillment in

    their work, etc.

    Positive attitude towards job are equivalent to job satisfaction where as negative attitude

    towards job has been defined variously from time to time. In short job satisfaction is a

    persons attitude towards job.

    Job satisfaction is an attitude which results from balancing & summation of many specific

    likes and dislikes experienced in connection with the job- their evaluation may rest

    largely upon ones success or failure in the achievement of personal objective and upon

    perceived combination of the job and combination towards these ends.

    According to pestonejee, Job satisfaction can be taken as a summation of emp loyees

    feelings in four important areas. These are:

    1. Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers,opportunities on the job for promotion and advancement (prospects), overtime

    regulations, interest in work, physical environment, and machines and tools.

    2. Management- supervisory treatment, participation, rewards and punishments,praises and blames, leaves policy and favoritism.

    3. Social relations- friends and associates, neighbors, attitudes towards people incommunity, participation in social activity socialibility and caste barrier.

    4.

    Personal adjustment-health and emotionality.

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    Job satisfaction is an important indicator of how employees feel about their job and a

    predictor of work behavior such as organizational citizenship, Absenteeism, Turnover.

    Job satisfaction benefits the organization includes reduction in complaints and grievances,

    absenteeism, turnover, and termination; as well as improved punctuality and worker

    morale. Job satisfaction is also linked with a healthier work force and has been found to

    be a good indicator of longevity.

    Job satisfaction is not synonyms with organizational morale, which the possessions of

    feeling have being accepted by and belonging to a group of employees through adherence

    to common goals and confidence in desirability of these goals.

    Morale is the by-product of the group, while job satisfaction is more an individual state

    of mind.

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    OBJECTIVES OF THE STUDY

    PRIMARY OBJECTIVE:

    To study about the job satisfaction of the employees in ACCORD

    COMMUNICATIONS LTD.,

    SECONDARY OBJECTIVES:

    To identify the satisfaction level of the employees. To know the employees satisfaction towards the benefits provided by the

    company.

    To identify the factors which influences the job satisfaction of employees. To determine the employees satisfaction towards the welfare facilities. To know the employees relationship with superior and co-workers.

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    NEED OF THE STUDY

    This study is being done to analyze the degree of job satisfaction of employeeswith the aim of reducing employee turnover and absenteeism and thereby

    increasing overall productivity.

    Organization is growing quickly, it is critical to find out how employees feel abouttheir jobs, the organization, and their fit and future within it.

    A strong rumor mill is symptomatic of other problems in the organization. Thesecan include communications, trust, and fear. Only a survey can uncover the extent

    to which any of these issues exists.

    In a highly competitive industry, turnover minimization and productivity andcreativity maximization are keys to success. Staying in touch with employees is

    necessary to facilitate continued competitiveness.

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    SCOPE OF THE STUDY

    Employee satisfaction is supremely important in an organization because it is what

    productivity depends on. If your employees are satisfied they would produce superior

    quality performance in optimal time and lead to growing profits. Satisfied employees are

    also more likely to be creative and innovative and come up with breakthroughs that allow

    a company to grow and change positively with time and changing market conditions.

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    COMPANY PROFILE

    COMPANY PROFILE

    Accord is one of India's leading telecom company, established in 1990, in core business

    of designing, manufacturing and marketing of a diverse range of telecom products in

    Switching, GSM, IP technologies etc.

    ACCORD is an ISO 9001 certified company. it offer high performing innovative range of

    PABX, KTS, G-PAX and Intercom Systems from 3 to 4500 ports, GSM Fixed Cellular

    Terminals, Routers, GSM Modems, GSM Fixed Phones, VoIP Gateways, Stand alone and

    Terminal Equipments etc. Besides Accord execute turnkey telecom networking projects

    at national level. As such Accord serve a wide spectrum of user segments viz. SOHO,

    Medium and large Enterprise, MNCs, Government, Defense, Call Centers and Mobile

    Operators through more than 700 channel partners and prestigious business alliances in

    India and overseas.

    ACCORDs strong R&D is its back bone. By virtue of having full command on hardware

    and software ACCORD have been introducing innovative telecom products with high

    field stability since 15 years. It has been possible only by keeping very close watch of

    changing customers need with adoption of worlds advance technologies. Accord has well

    equipped modern manufacturing set up, manned by a team of qualified specialists.

    Emphasis is on executing stringent quality control checks using the latest procedures.

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    ACCORD is fully geared up for mass production of quality products at internationally

    competitive cost.

    HISTORY OF ACCORD

    15 Year back Two young engineers Mr. A.K Mohta (IIT Engineer) and P.K. Mohta

    Mechanical engineer started a small telecom equipment manufacturing unit at meerut

    with manufacturing capacity of only 1000 equipments per month

    Today ACCORD is a leading brand in Telecom equipment manufacturing with 4 units at

    haridwar and two units at meerut

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    VISION

    To look for opportunities & innovations in telecom technology & services and bring them

    to the business. ACCORD definition of innovation is to give customers what they did

    not know they wanted.

    MISSIONCreate, Make, Market

    a. Create is the ability to design a new product in a timely manner.

    b.Make is the ability to manufacture it most efficiently.

    c.Market is the ability to help conceive the right product and position it as the one that

    customers want to buy

    PRINCIPLES

    OWNERSHIP:

    This is our company. We accept responsibility and accountability to meet business

    needs.

    PASSION FOR WINNING:

    We all are leaders in our responsibility, with a deep commitment to deliver the

    results. We are determined to be the best at doing what matters the most.

    PEOPLE DEVELOPMENT:People are our most important asset. We add value through result- driven training

    and we encourage rewards and excellence.

    CONSUMER FOCUS:

    We have superior understanding of consumer needsand develop products to fulfilltheir demands.

    TEAM WORK:

    We work together on the principle of mutual trust and transparency in a boundary

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    less organization.

    INNOVATION:Continuous innovation in products and processes and is the base of our success.THE DESIGN AND DEVELOPMENT CAPABILITIES OF ACCORD has mastered

    its skills in hardware & software to achieve World class standards. accord design process

    begins with a good understanding of system level architecture and specifications. A

    typical design objective is to realize the specifications at the lowest cost while achieving

    the highest levels of performance, quality and reliability. The means of implementation

    involve both hardware and software development, usually concurrently, before putting

    everything together.

    The types of software design include firmware running on the programmable chips,

    protocol management, higher level programs managing the system interface and user

    interface. This confidence in design capability really bring a competitive advantage not

    only for India but for Global market.

    6. MANUFACTURING & We understand well that manufacturing volumes & cost

    ADMINISTRATION efficiencies are the only way of the optimum Global bench marks.

    INFRASTRUCTURE For this we have modern & large manufacturing capacity

    equipped with tailor made computerized quality control Devices and Equipments.

    a. Factory Area 25,000 Sq. Ft.

    b. R & D Area 1,500 Sq. Ft.

    c. New Administrative Building 10,000 Sq. Ft.

    d. Central Customer Support /

    Service Office 2,400 Sq. Ft.

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    e. P.T.T. / TEC Approvals National 14 Nos.

    International 12 Nos.

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    PRODUCTS & SERVICES

    a. EPABX, Key Telephone Systems, IP PBX & Intercoms

    from 4 to 2000 Lines,

    b. Music on Hold, Voice Mail Systems, Auto Attendants,

    c. PCO Machines

    d. VoIP Gateways for different market segments

    Wide Telecom Solutions / Turnkey Projects

    . Customer Support & after Sales Service Exports (OEM & ODM)

    MARKETING STRENGTHS

    The challenges of efficient & winning marketing strategy has been established through

    proper investment in infrastructure & trained man power.

    Towards deep market penetration & high level customer retention

    with the following infrastructure.

    Central Sales Adm. Office Meerut (U.P.)

    b. Branch Offices Bangalore

    Delhi

    Mumbai

    Ahmedabad

    Kolkata

    Sales & Service Dealers More than 300 all overIndia.

    Marketing Alliances I.T.I. Limited,

    AMTRON,

    WEBTRON

    Exports

    Nigeria

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    Shri Lanka

    Bangla Desh

    Kenya

    Oman

    Sharjah

    Naipal

    Bhutan

    Registrations with Government

    (i). DGS&D DGS&D/REGN/DEL/S-787/98/A

    Dated 4.6.99 (Permanent)

    (ii). N.S.I.C. NSIC : NOIDA : GP : RS-07AN076

    (iii). D.R.D.O. 0100/PUR/REGN/A-71/OE/2000

    Dt. 12.01.2001

    (Iv). Railways A-007 dated 22.1.1991

    (Group 5010, Without Limit)

    Government Rate Contracts

    (I) DGS&D Rate Digital EPABX, ADX Range

    Contract (Model Specific) No. IT-4/14059054/092002/EPABX/

    2002-03/84/ ACCORD/ COAD/543 Dated 23-2-2005

    (II) Kendriya Digital & Analog EPABX, ADX & AX Bhandar Ranges (Model Specific)

    Dated 6-12-2003

    (III) Maharashtra Digital & Analog EPABX, ADX & AX Government Ranges (Model

    Specific)

    Rate Contract SPC/RCT/EPABX/43/2003-2004 /A-21572 Dated 15.12.2003

    9. AFTER SALES SERVICE

    a. Component & Card Level Meerut

    INFRASTRUCTURE Service Centres Mumbai

    Delhi

    Bangalore

    Ahmedabad

    Jammu

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    b. Service Dealers More than 200 all over India

    c. Technical / Servicing Meerut

    Training Centres Mumbai

    Delhi

    Bangalore

    10. THE BRAND EQUITY Top of the line in India by virtue of innovative product

    range & dedicated customer support since last 15 years.

    a. Media Exposure

    Extensive & continuous brand exposure in India through -

    National Newspapers, Regional Newspapers, Trade &

    general Magazines Advertisements & Press Releases.

    b. Exhibition Participations

    - National - Above 150 Nos. in last 6 years

    - International - 23 Nos. in different Countries

    11. AWARD WINNING PERFORMANCE:

    Year after year more than fifteen prestigious Awards

    Expansion Projects

    Roadmap to achieve target of 22 Million USD in 36 months

    1. Factory No. 2

    Area : 18,000 Sq. feet

    Location : D-21, Industrial Area, Hardwar,

    Uttranchal (India)

    Current Status : Production Commenced

    2. Factory No. 3

    Area : 80,000 Sq. feet

    Location : Plot No. 37, Sector 3A, SIDCUL, Hardwar,

    Uttranchal (India)

    Current Status : Land Alotted by the Govt.

    3. Factory No. 4

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    Area : 45,000 Sq. feet

    Location : Plot No. 7 & 8, Sector 8B, SIDCUL, Hardwar,

    Uttranchal (India)

    Current Status : Land Alotted by the Govt.

    Additional Deployment of Manpower in Marketing

    2004-5 100 personnel

    2005-6 150 personnel

    2006-7 100 personnel

    Total 450 personnel

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    PRODUCT RANGE

    a. Caller ID TRUE CALLER ID Telemagic Series For small Offices & Homes

    Analog PABX X-103, X-104, X-105 Residences

    PABX (Fixed Capacity) X-106, X-205, X-206

    Systems X-207, X-208, X308, X-308, Pride Series, X-205, 207, 309, 412, 416, 616

    True Caller ID PABX 308 to 6+24 (AX-30)

    (Modular) 4+16 to 8+48 For medium & small (16 to 48 lines) Offices/ Factories/

    AX Series Hospitals/Banks/ Business Organisations etc.

    b. Analog KTSKey Telephone 208 / 408 For Office & Residence

    System Analog B1Series new budget- priced KTS with

    high features (8 lines)

    c. Digital PABX & KTS Digital ISDN Key 4+8 to 8+24 For Medium & small Offices

    Telephone System for 4+16 to 32+96 Corporates / Hotels wide telecom Solution

    DKTi Series Digital EPABX / 40, 72, 120, 248, Key Telephone 376 & 504 Ports System

    (ADX Series) Digital ISDN 244, 500, 1250, 2000 EPABX / KTS Ports (SELTA) 128,

    256, 504, 1500 Ports ( ADX Plus)

    d. IP Products IP PABX Upto 2000 ports For Small, medium & large AXIS Series

    organisations looking for cost effective VOIP Solution for inter branch connectivity

    VOIP Gateway 4 to 24 Ports AXIS Series

    e. Intercom Systems Analog Intercoms 8 to 256 lines INTRA For Flats & Housing

    Societies 24 Hrs security made easy Digital Intercoms Upto 504 ports (ADX) (G-PAX)

    Upto 1500 Ports (ADX Plus)

    f. Stand Alone Devices Digital Voice Mail 2,4 & 8 Ports, For any make PABX / &

    Auto Attendant 2 to 10 Hours KTS 24 hrs, automatic Systems Phone Call Attendent That

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    manages calls throughout 365 days Digital Message & 120, 240 & For adding wings to

    your Music on Hold 480 Seconds business

    HO

    2-3 B, Kanohar Lal Market,

    Sharda Road, Meerut, U.P. (India)Ph. : 91-121-2515123, 2515124, 2523456, 2408001 / 8002Fax : 91-121-2515125, 2523458Email : [email protected]

    Branch Offices :

    New Delhi :K-52, Lajpat Nagar-II,Ph. 011-26924123 / 24 / 25, 26841891Fax : 011-26321127

    Email : [email protected]

    Kolkata :Nicco House, No. 6 (I) 6th Floor, 2, Hare Street,Telefax : 91-33-22105078, 22104961Email : [email protected]

    Mumbai :18, Udyog Bhawan, Sonawala Road, Goregaon (E)Ph. : 91-22-28717318 / 382Fax : 022-28766598Email : [email protected]

    Bangalore :IInd Floor, No. 2/4, Vishnupriya Complex,IInd Main Road, Palace Guttahalli,Ph. 91-80-5486633, 5483641 Fax : 5465553Email : [email protected]

    Ahmedabad :Celler Shrinathji Apartments, B/H La Gajjar

    Bungalow, Ambawadi

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    Ph. 079-6464306, 6466105 / 103Fax : 079-6441087Email : [email protected].

    COLLABRATION

    ACCORD Has many expansion plans to full fill that it has collaborated in technical andmarketing of many businesses

    1. Collaborated with SELTA telecom joint of Italy2. Corel Telecom of India3. recently in 2009 Accord has collaborated with NORTEL LG leading company in

    High end Telecom equipemnts

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    LITERATURE REVIEW

    JOB SATISFACTION

    AN OVERVIEW

    http://www.123rf.com/photo_2326996.html
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    2.1DEFINITIONS OF JOB SATISFACTIONDifferent authors give various definitions of job satisfaction. Some of them are taken

    from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given

    below:

    Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of

    ones job. An effective reaction to ones job

    Weiss

    Job satisfaction is general attitude, which is the result of many specific attitudes in three

    areas namely:

    Specific job factors

    Individual characteristics

    Group relationship outside the job

    Blum and Naylor

    Job satisfaction is defined, as it is result of various attitudes the person hold towards the

    job, towards the related factors and towards the life in general.

    Glimmer

    Job satisfaction is defined as any contribution, psychological, physical, and

    environmental circumstances that cause a person truthfully say, I am satisfied with my

    job.

    Job satisfaction is defined, as employees judgment of how well his job on a whole is

    satisfying his various needsMr. Smith

    Job satisfaction is defined as a pleasurable or positive state of mind resulting from

    appraisal of ones job or job experiences.

    Locke

    HISTORY OF JOB SATISFACTION

    The term job satisfaction was brought to lime light by hoppock (1935). He revived 35

    studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is

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    combination of psychological, physiological and environmental circumstances. That

    causes a person to say. I m satisfied with my job. Such a description indicate the variety

    of variables that influence the satisfaction of the individual but tell us nothing about the

    nature of Job satisfaction.

    Job satisfaction has been most aptly defined by pestonjee (1973) as a job, management,

    personal adjustment & social requirement. Morse (1953) considers Job satisfaction as

    dependent upon job content, identification with the co., financial & job status & priding

    group cohesiveness

    One of the biggest preludes to the study of job satisfaction was the Hawthorne study.

    These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business

    School, sought to find the effects of various conditions (most notably illumination) on

    workers productivity.

    These studies ultimately showed that novel changes in work conditions temporarily

    increase productivity (called the Hawthorne Effect). It was later found that this increase

    resulted, not from the new conditions, but from the knowledge of being observed.

    This finding provided strong evidence that people work for purposes other than pay,

    which paved the way for researchers to investigate other factors in job satisfaction.

    Scientific management (akaTaylorism)also had a significant impact on the study of job

    satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific

    Management, argued that there was a single best way to perform any given work task.

    This book contributed to a change in industrial production philosophies, causing a shift

    from skilled labor and piecework towards the more modern approach of assembly lines

    andhourly wages.

    The initial use of scientific management by industries greatly increased productivity

    because workers were forced to work at a faster pace. However, workers became

    exhausted and dissatisfied, thus leaving researchers with new questions to answer

    regarding job satisfaction.

    http://en.wikipedia.org/wiki/Elton_Mayohttp://en.wikipedia.org/wiki/Harvard_Business_Schoolhttp://en.wikipedia.org/wiki/Harvard_Business_Schoolhttp://en.wikipedia.org/wiki/Hawthorne_Effecthttp://en.wikipedia.org/wiki/Scientific_managementhttp://en.wikipedia.org/wiki/Taylorismhttp://en.wikipedia.org/wiki/Frederick_Winslow_Taylorhttp://en.wikipedia.org/wiki/Frederick_Winslow_Taylorhttp://en.wikipedia.org/wiki/Pieceworkhttp://en.wikipedia.org/wiki/Assembly_lineshttp://en.wikipedia.org/wiki/Hourly_wagehttp://en.wikipedia.org/wiki/Hourly_wagehttp://en.wikipedia.org/wiki/Assembly_lineshttp://en.wikipedia.org/wiki/Pieceworkhttp://en.wikipedia.org/wiki/Frederick_Winslow_Taylorhttp://en.wikipedia.org/wiki/Taylorismhttp://en.wikipedia.org/wiki/Scientific_managementhttp://en.wikipedia.org/wiki/Hawthorne_Effecthttp://en.wikipedia.org/wiki/Harvard_Business_Schoolhttp://en.wikipedia.org/wiki/Harvard_Business_Schoolhttp://en.wikipedia.org/wiki/Elton_Mayo
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    It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo

    Munsterberg set the tone for Taylors work.

    Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the

    foundation for job satisfaction theory. This theory explains that people seek to satisfy five

    specific needs in lifephysiological needs, safety needs, social needs, self-esteem needs,

    and self-actualization. This model served as a good basis from which early researchers

    could develop job satisfaction theories.

    IMPORTANCE OF JOB SATISFACTION

    Job satisfaction is an important indicator of how employees feel about their joband a predictor of work behavior such as organizational, citizenship,

    Absenteeism, Turnover.

    Job satisfaction can partially mediate the relationship of personality variables anddeviant work behavior.

    Common research finding is that job satisfaction is correlated with life style.This correlation is reciprocal meaning the people who are satisfied with the life

    tends to be satisfied with their jobs and the people who are satisfied their jobs

    tends to satisfied with their life.

    This is vital piece of information that is job satisfaction and job performance isdirectly related to one another. Thus it can be said that, A happy worker is a

    productive worker.

    It gives clear evidence that dissatisfied employees skip work more often and morelike to resign and satisfied worker likely to work longer with the organization.

    http://en.wikipedia.org/wiki/Walter_Dill_Scotthttp://en.wikipedia.org/wiki/Hugo_M%C3%BCnsterberghttp://en.wikipedia.org/wiki/Hugo_M%C3%BCnsterberghttp://en.wikipedia.org/wiki/Maslow%E2%80%99s_hierarchy_of_needshttp://en.wikipedia.org/wiki/Maslow%E2%80%99s_hierarchy_of_needshttp://en.wikipedia.org/wiki/Maslow%E2%80%99s_hierarchy_of_needshttp://en.wikipedia.org/wiki/Hugo_M%C3%BCnsterberghttp://en.wikipedia.org/wiki/Hugo_M%C3%BCnsterberghttp://en.wikipedia.org/wiki/Walter_Dill_Scott
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    IMPORTANCE TO WORKER AND ORGANIZATION

    Job satisfaction and occupational success are major factors in personal satisfaction, self-

    respect, self-esteem, and self-development. To the worker, job satisfaction brings a

    pleasurable emotional state that can often leads to a positive work attitude. A satisfied

    worker is more likely to be creative, flexible, innovative, and loyal.

    For the organization, job satisfaction of its workers means a work force that is

    motivated and committed to high quality performance. Increased productivity- the

    quantity and quality of output per hour worked- seems to be a byproduct of improved

    quality of working life. It is important to note that the literature on the relationship

    between job satisfaction and productivity is neither conclusive nor consistent.

    However, studies dating back to Herzbergs (1957) have shown at least low

    correlation between high morale and high productivity and it does seem logical that more

    satisfied workers will tend to add more value to an organization.

    Unhappy employees, who are motivated by fear of loss of job, will not give 100

    percent of their effort for very long. Though fear is a powerful motivator, it is also a

    temporary one, and also as soon as the threat is lifted performance will decline.

    Job satisfaction benefits the organization includes reduction in complaints and

    grievances, absenteeism, turnover, and termination; as well as improved punctuality and

    worker morale. Job satisfaction is also linked with a healthier work force and has been

    found to be a good indicator of longevity.

    Although only little correlation has been found between job satisfaction and

    productivity, Brown (1996) notes that some employers have found that satisfying or

    delighting employees is a prerequisite to satisfying or delighting customers, thus

    protecting the bottom line.

    WORKERS ROLE IN JOB SATISFACTION

    If job satisfaction is a worker benefit, surely the worker must be able to contribute to his

    or her own satisfaction and well being on the job. The following suggestions can help a

    worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents.

    This often leads to more challenging work and greater responsibilities, with attendant

    increases in pay and other recognition.

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    Develop excellent communication skills. Employers value and rewards excellent

    reading, listening, writing and speaking skills.Know more. Acquire new job related

    knowledge that helps you to perform tasks more efficiently and effectively. This will

    relive boredom and often gets one noticed.

    Demonstrate creativity and initiative. Qualities like these are valued by most

    organizations and often results in recognition as well as in increased responsibilities and

    rewards.

    Develop teamwork and people skills. A large part of job success is the ability to work

    well with others to get the job done.

    Accept the diversity in people. Accept people with their differences and their

    imperfections and learn how to give and receive criticism constructively.

    See the value in your work. Appreciating the significance of what one does can lead to

    satisfaction with the work itself. This help to give meaning to ones existence, thus

    playing a vital role in job satisfaction.

    Learn to de-stress. Plan to avoid burn out by developing healthy stress management

    techniques.

    FACTORS OF JOB SATISFACTION

    Hoppock, the earliest investigator in this field, in 1935 suggested that there are six major

    components of job satisfaction. These are as under:

    The way the individual reacts to unpleasant situations, The facility with which he adjusted himself with other person The relative status in the social and economic group with which he identifies

    himself

    The nature of work in relation to abilities, interest and preparation of worker Security Loyalty

    Herberg, mausaer, Peterson and capwell in 1957 reviewed more than 150 studies and

    listed various job factors of job satisfaction. These are briefly defined one by one as

    follows:

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    1. Intrinsic aspect of jobIt includes all of the many aspects of the work, which would tend to be constant for

    the work regardless of where the work was performed.

    2. SupervisionThis aspect of job satisfaction pertains to relationship of worker with his immediate

    superiors. Supervision, as a factor, generally influences job satisfaction.

    3. Working conditionsThis includes those physical aspects of environment which are not necessary a part of

    the work. Hours are included this factor because it is primarily a function of

    organization, affecting the individuals comfort and convenience in much the same

    way as other physical working conditions.

    4. Wage and salariesThis factor includes all aspect of job involving present monitory remuneration for

    work done.

    5. Opportunities for advancementIt includes all aspect of job which individual sees as potential sources of betterment of

    economic position, organizational status or professional experience.

    6. SecurityIt is defined to include that feature of job situation, which leads to assurance for

    continued employment, either within the same company or within same type of work

    profession.

    7. Company & managementIt includes the aspect of workers immediate situation, which is a function of

    organizational administration and policy. It also involves the relationship of employee

    with all company superiors above level of immediate supervision.

    8. Social aspect of jobIt includes relationship of worker with the employees specially those employees at

    same or nearly same level within the organization.

    9. CommunicationIt includes job situation, which involves spreading the information in any direction

    within the organization. Terms such as information of employees status, information

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    on new developments, information on company line of authority, suggestion system,

    etc, are used in literature to represent this factor.

    10.BenefitsIt includes those special phases of company policy, which attempts to prepare the

    worker for emergencies, illness, old age, also. Company allowances for holidays,

    leaves and vacations are included within this factor.

    REASONS OF LOW JOB SATISFACTION

    Reasons why employees may not be completely satisfied with their jobs:

    1. Conflict between co-workers.2. Conflict between supervisors.3. Not being opportunity paid for what they do.4. Have little or no say in decision making that affect employees.5. Fear of loosing their job.

    EFFECTS OF LOW JOB SATISFACTION

    1. HIGH ABSENTEEISMAbsenteeism means it is a habitual pattern of absence from duty or obligation.

    If there will be low job satisfaction among the employees the rate of absenteeism

    will definitely increase and it also affects on productivity of organization.

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    In the above diagram line AB shows inverse relationship between job satisfaction and rate

    of turn over and rate of absenteesm.

    As th job satisfaction is high the rate of both turn over and absentiseesm is low and vise a

    versa.

    HIGH TURNOVER

    In human resource refers to characteristics of a given company or industry relative to the

    rate at which an employer gains and losses the staff.If the employer is said to be have a high turnover of employees of that company

    have shorter tenure than those of other companies.

    TRAINING COST INCREASES

    As employees leaves organization due to lack of job satisfaction. Then Human resource

    manager has to recruit new employees. So that the training expenditure will increases.

    INFLUENCES ON JOB SATISFACTION

    High

    low

    low Hi h

    Jo

    b

    satisfacti

    n

    Rate of turn over and absences

    B

    Fig.no. 1 Curve showing relationship between job satisfaction and rate of turn over

    and absenteeism.

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    There are no. of factors that influence job satisfaction. For example, one recent study

    even found that if college students majors coinsided with their job , this relationship will

    predicted subsequent job satisfaction. However, the main influences can be summerised

    along with the dimentions identified above.

    The work itself

    The concept of work itself is a major source of satisfaction. For example, research related

    to the job charactoristics approach to job design, shows that feedback from job itself and

    autonomy are two of the major job related motivational factors. Some of the most

    important ingridents of a satisfying job uncovered by survey include intersting and

    challenging work, work that is not boring, and the job that provides status.

    Pay

    Wages and salaries are recognised to be a significant, but complex, multidimentional

    factor in job satisfaction. Money not only helps people attain their basic needs butevel

    need satisfaction. Employees often see pay as a reflection of how managemnet view their

    conrtibution to the organization. Fringe benefits are also important.

    If the employees are allowed some flexibility in choosing the type of benefits they prefer

    within a total package, called a flexible benefit plan, there is a significant increase in

    both benefit satisfaction and overall job satisfaction.

    Promotions

    Promotional opportunities are seem to be have avarying effect on job satisfaction. This

    is because of promotion take number of different forms.

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    IMPACT OF JOB SATISFACTION?

    Many managers subscribe to the belief that a satisfied worker is necessarily good worker.

    In other words, if management could keep the entire workers happy, good performance

    would automatically fallow. There are two propositions concerning the satisfaction

    performance relation ship. The first proposition, which is based on traditional view, is that

    satisfaction is the effect rather than the cause of performance. This proposition says that

    efforts in a job leads to rewards, which results in a certain level of satisfaction .in another

    proposition, both satisfaction and performance are considered to be functions of rewards.

    Various research studies indicate that to a certain extent job satisfaction affects employee

    turn over, and consequently organization can gain from lower turn over in terms of lower

    hiring and training costs. Also research has shown an inverse relation between job

    satisfaction and absenteeism. When job satisfaction is high there would be low

    absenteeism, but when job satisfaction is low, it is more likely to lead a high absenteeism.

    What job satisfaction people need?

    Each employee wants:

    1. Recognition as an individual2. Meaningful task3. An opportunity to do something worthwhile.4. Job security for himself and his family5. Good wages6. Adequate benefits7. Opportunity to advance8. No arbitrary action- a voice a matters affecting him9. Satisfactory working conditions10.Competence leadership- bosses whom he can admire and respect as persons

    and as bosses.

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    However, the two concepts are interrelated in that job satisfaction can contribute to

    morale and morale can contribute to job satisfaction.

    It must be remembered that satisfaction and motivation are not synonyms. Motivation is a

    drive to perform, where as satisfaction reflects the individuals attitude towards the

    situation. The factors that determine whether individual is adequately satisfied with the

    job differs from those that determine whether he or she is motivated. the level of job

    satisfaction is largely determined by the comfits offered by the environment and the

    situation . Motivation, on the other hand is largely determine by value of reward and their

    dependence on performance. The result of high job satisfaction is increased commitment

    to the organization, which may or may not result in better performance.

    A wide range of factors affects an individuals level of satisfaction. While organizational

    rewards can and do have an impact, job satisfaction is primarily determine by factors that

    are usually not directly controlled by the organization. a high level of job satisfaction lead

    to organizational commitment, while a low level, or dissatisfaction, result in a behavior

    detrimental to the organization. For example, employee who like their jobs, supervisors,

    and the factors related to the job will probably be loyal and devoted. People will work

    harder and derive satisfaction if they are given the freedom to make their own decisions.

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    Effect of Job Satisfaction

    Job satisfaction has a variety of effects. These effects may be seen in the context of an

    individuals physical and mental health, productivity, absenteeism, and turnover.

    Physical and Mental Health:

    The degree of job satisfaction affects an individuals physical and

    mental health. Since job satisfaction is a type of mental feeling, its favourableness or

    unfavourablesness affects the individual psychologically which ultimately affects his

    physical health.

    For example, Lawler has pointed out that drug abuse, alcoholism and mental and physical

    health result from psychologically harmful jobs. Further, since a job is an important part

    of life, job satisfaction influences general life satisfaction. The result is that there is

    spillover effect which occurs in both directions between job and life satisfaction.

    Productivity:

    There are two views about the relationship between job satisfaction and

    productivity:

    1. A happy worker is a productive worker,

    2. A happy worker is not necessarily a productive worker.

    The first view establishes a direct cause-effect relationship between job satisfaction and

    productivity; when job satisfaction increases, productivity increases; when satisfaction

    decreases, productivity decreases. The basic logic behind this is that a happy worker will

    put more efforts for job performance. However, this may not be true in all cases.

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    For example, a worker having low expectations from his jobs may feel satisfied but he

    may not put his efforts more vigorously because of his low expectations from the job.

    Therefore, this view does not explain fully the complex relationship between job

    satisfaction and productivity.

    The another view: That is a satisfied worker is not necessarily a productive worker

    explains the relationship between job satisfaction and productivity. Various research

    studies also support this view.

    This relationship may be explained in terms of the operation of two factors: effect of job

    performance on satisfaction and organizational expectations from individuals for job

    performance. 1. Job performance leads to job satisfaction and not the other way round.

    The basic factor for this phenomenon is the rewards (a source of satisfaction) attached

    with performance. There are two types of rewardsintrinsic and extrinsic. The intrinsic

    reward stems from the job itself which may be in the form of growth potential,

    challenging job, etc. The satisfaction on such a type of reward may help to increase

    productivity. The extrinsic reward is subject to control by management such as salary,

    bonus, etc. Any increase in these factors does not hep to increase productivity though

    these factors increase job satisfaction.

    1. A happy worker does not necessarily contribute to higher productivity because hehas to operate under certain technological constraints and, therefore, he cannot go

    beyond certain output. Further, this constraint affects the managements

    expectations from the individual in the form of lower output. Thus, the work

    situation is pegged to minimally acceptable level of performance. However, it

    does not mean that the job satisfaction has no impact o productivity. A satisfied

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    2. worker may not necessarily lead to increased productivity but a dissatisfiedworker leads to lower productivity.

    THE RELATION BETWEEN PERFORMANCE AND SATISFACTION

    Absenteeism:

    Absenteeism refers to the frequency of absence of job holder from the

    workplace either unexcused absence due to some avoidable reasons or long absence due

    to some unavoidable reasons. It is the former type of absence which is a matter of

    concern. This absence is due to lack of satisfaction from the job which produces a lack of

    will to work and alienate a worker form work as for as possible. Thus, job satisfaction is

    related to absenteeism.

    HIGH

    TURNOVER

    JOB ABSENCES

    SATISFACTION

    LOW

    Performanc

    Extrinsic

    reward

    Intrinsic

    reward

    Satisfaction

    Perceived equity

    of rewards

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    LOW HIGH

    TURNOVER AND ABSENCES

    RELATIONSHIP OF JOB SATISFACTION, EMPLOYEE TURNOVER AND ABSENCES

    Employee turnover:

    Turnover of employees is the rate at which employees leave the organization within a

    given period of time. When an individual feels dissatisfaction in the organization, he tries

    to overcome this through the various ways of defense mechanism. If he is not able to do

    so, he opts to leave the organization. Thus, in general case, employee turnover is related

    to job satisfaction. However, job satisfaction is not the only cause of employee turnover,

    the other cause being better opportunity elsewhere.

    For example, in the present context, the rate of turnover of computer software

    professionals is very high in India. However, these professionals leave their organizations

    not simply because they are not satisfied but because of the opportunities offered from

    other sources particularly from foreign companies located abroad.

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    DIMENSIONS OF JOB SATIFACTION

    Job satisfaction is a complex concept and difficult to measure objectively. The level of

    job satisfaction is affected by a wide range of variables relating to individual, social,

    cultural, organizational factors as stated below:-

    DIMENSIONS

    INDIVIDUAL SOCIAL ORGANIZATIONAL ENVIRONMENTAL CULTURAL

    FACTORS FACTOR FACTOR FACTOR

    Individual:- Personality, education, intelligence and abilities, age, maritalstatus, orientation to work.

    Social factors:-Relationship with co-workers, group working and norms,opportunities for interaction, informal relations etc.

    Organizational factors:- Nature and size, formal structure, personnel policiesand procedures, industrial relation, nature of work, technology and work

    organization, supervision and styles of leadership, management systems, working

    conditions.

    Environmental factors:-Economic, social, technical and governmentalinfluences.

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    Cultural factors:-Attitudes, beliefs and values.

    These factors affect job satisfaction of certain individuals in a given set of

    circumstances but not necessarily in others. Some workers may be satisfied with certain

    aspects of their work and dissatisfied with other aspects .Thus, overall degree of job

    satisfaction may differ from person to person.

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    IMPORTANCE TO STUDY JOB SATISFACTION

    The importance to the study of job satisfaction level is very important for executives. Job

    satisfaction study importance can be understood by the answer of the following question

    1) Is there room for improvement?2) Who is relatively more dissatisfied?3) What contributes to the employee satisfaction?4) What are the effects of negative employee attitudes?

    Benefits of job satisfaction studyJob satisfaction surveys can produce positive, neutral or negative results. If planned

    properly and administered, they will usually produce a number of important benefits, such

    as-

    1. It gives management an indication of general levels of satisfaction in a company.Surveys also indicate specific areas of satisfaction or dissatisfaction as compared

    to employee services and particular group of employee.

    2. It leads to valuable communication brought by a job satisfaction survey.Communication flow in all direction as people plan the survey, take it and discuss

    the result. Upward communication is especially fruitful when employee are

    encouraged to comment about what is on their minds instead of merely answering

    questions about topics important to management.

    3. as a survey is safety value, an emotional release. A chance to things gets off. Thesurvey is an intangible expression of managements interest in employee welfare,

    which gives employees a reason to feel better towards management.

    4. Job satisfaction surveys are a useful way to determine certain training needs.

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    5. Job satisfaction surveys are useful for identifying problem that may arise,comparing the response to several alternatives and encouraging manager to

    modify their original plans. Follow up surveys allows management to evaluate the

    actual response to a change and study its success or failure.

    Importance to Worker and Organization

    Frequently, work underlies self-esteem and identity while unemployment lowers self-worth and

    produces anxiety. At the same time, monotonous jobs can erode a worker's initiative and

    enthusiasm and can lead to absenteeism and unnecessary turnover. Job satisfaction and

    occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self-

    development. To the worker, job satisfaction brings a pleasurable emotional state that often leads

    to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative,

    and loyal.

    For the organization, job satisfaction of its workers means a work force that is motivated and

    committed to high quality performance. Increased productivity the quantity and quality of output

    per hour worked seems to be a byproduct of improved quality of working life. It is important to

    note that the literature on the relationship between job satisfaction and productivity is neither

    conclusive nor consistent.. Unhappy employees, who are motivated by fear of job loss, will not

    give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a

    temporary one, and as soon as the threat is lifted performance will decline.

    Tangible ways in which job satisfaction benefits the organization include reduction in complaints

    and grievances, absenteeism, turnover, and termination; as well as improved punctuality and

    worker morale. Job satisfaction is also linked to a more healthy work force and has been found to

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    be a good indicator oflongevity.And although only little correlation has been found between job

    satisfaction and productivity, Brown (1996) notes that some employers have found that satisfying

    or delighting employees is aprerequisite to satisfying or delighting customers, thus protecting the

    "bottom line." No wonder Andrew Carnegie is quoted as saying: "Take away my people, but

    leave my factories, and soon grass will grow on the factory floors. Take away my factories, but

    leave my people, and soon we will have a new and better factory"

    SATISFIED EMPLOYEE

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    Creating Job Satisfaction

    So, how is job satisfaction created? What are the elements of a job that create job satisfaction?

    Organizations can help to create job satisfaction by putting systems in place that will ensure that

    workers are challenged and then rewarded for being successful. Organizations that aspire to

    creating a work environment that enhances job satisfaction need to incorporate the following:

    Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to "put his

    or her signature" on the finished product

    Opportunities to use one's talents and to be creative Opportunities to take responsibility and direct one's own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely

    feedback as well ascongenial team members

    Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion

    Probably the most important point to bear in mind when considering job satisfaction is that there

    are many factors that affect job satisfaction and that what makes workers happy with their jobs

    varies from one worker to another and from day to day. Apart from the factors mentioned above,

    job satisfaction is also influenced by the employee's personal characteristics, the manager's

    personal characteristics and management style, and the nature of the work itself. Managers who

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    want to maintain a high level of job satisfaction in the work force must try to understand the

    needs of each member of the work force.

    For example, when creating work teams, managers can enhance worker satisfaction by placing

    people with similar backgrounds, experiences, or needs in the same workgroup. Also, managers

    can enhance job satisfaction by carefully matching workers with the type of work.

    For example, a person who does not pay attention to detail would hardly make a good inspector,

    and a shy worker is unlikely to be a good salesperson.As much as possible, managers should

    match job tasks to employees' personalities.

    Managers who are serious about the job satisfaction of workers can also take other deliberate

    steps to create a stimulating work environment. One such step is job enrichment.Job enrichment

    is a deliberate upgrading of responsibility, scope, and challenge in the work itself. Job

    enrichment usually includes increased responsibility, recognition, and opportunities for growth,

    learning, and achievement. Large companies that have used job-enrichment programs to increase

    employee motivation and job satisfaction.

    Good management has the potential for creating high morale, high productivity, and a sense of

    purpose and meaning for the organization and its employees. Empirical findings show that job

    characteristics such as pay, promotional opportunity, task clarity and significance, and skills

    utilization, as well as organizational characteristics such as commitment and relationship with

    supervisors and co-workers, have significant effects on job satisfaction. These job characteristics

    can be carefully managed to enhance job satisfaction.

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    Of course, a worker who takes some responsibility for his or her job satisfaction will probably

    find many more satisfying elements in the work environment. Everett (1995) suggests that

    employees ask themselves the following questions:

    When have I come closest to expressing my full potential in a work situation? What did it look like? What aspects of theworkplace were most supportive? What aspects of the work itself were most satisfying? What did I learn from that experience that could be applied to the present situation?

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    Workers' Roles in Job Satisfaction

    If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her

    own satisfaction and well-being on the job. The following suggestions can help a worker find

    personal job satisfaction:

    Seek opportunities to demonstrate skills and talents. This often leads to more challenging workand greater responsibilities, with attendant increases in pay and other recognition.

    Develop excellent communication skills. Employers value and reward excellent reading,listening, writing, and speaking skills.

    Know more. Acquire new job-related knowledge that helps you to perform tasks more efficientlyand effectively. This will relieveboredom and often gets one noticed.

    Demonstrate creativity and initiative. Qualities like these are valued by most organizations andoften result in recognition as well as in increased responsibilities and rewards.

    Develop teamwork and people skills. A large part of job success is the ability to work well withothers to get the job done.

    Accept the diversity in people. Accept people with their differences and their imperfections andlearn how to give and receive criticism constructively.

    See the value in your work. Appreciating the significance of what one does can lead tosatisfaction with the work itself. This helps to give meaning to one's existence, thus playing a

    vital role in job satisfaction.

    Learn to de-stress. Plan to avoidburnoutby developing healthy stress-management techniques.

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    Assuring Job Satisfaction

    Assuring job satisfaction, over the longterm, requires careful planning and effort both by

    management and by workers. Managers are encouraged to consider such theories as

    Herzberg's(1957) and Maslow's (1943) Creating a good blend of factors that contribute to a

    stimulating, challenging, supportive, and rewarding work environment is vital. Because of the

    relative prominence of pay in the reward system, it is very important that salaries be tied to job

    responsibilities and that pay increases be tied to performance rather than seniority.

    So, in essence, job satisfaction is a product of the events and conditions that people experience on

    their jobs. Brief (1998) wrote: "If a person's work is interesting, her pay is fair, her promotional

    opportunities are good, her supervisor is supportive, and her coworkers are friendly, then a

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    situational approach leads one to predict she is satisfied with her job" (p. 91). Very simply put, if

    the pleasures associated with one's joboutweigh the pains, there is some level of job satisfaction

    MODEL OF JOB SATISFACTION

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    RESEARCH METHODOLOGY

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    RESEARCH METHODOLOGY

    Research methodology is a way to systematically solve the problem. It may be understood has a

    science of studying how research is done scientifically. In it we study the various steps that all

    generally adopted by a researcher in studying his research problem along with the logic behind

    them.

    The scope of research methodology is wider than that of research method.

    Meaning of Research

    Research is defined as a scientific & systematic search for pertinent information on a specific

    topic. Research is an art of scientific investigation. Research is a systemized effort to gain new

    knowledge. It is a careful inquiry especially through search for new facts in any branch of

    knowledge. The search for knowledge through objective and systematic method of finding

    solution to a problem is a research.

    RESEARCH DESIGN

    A research is the arrangement of the conditions for the collections and analysis of the data in a

    manner that aims to combine relevance to the research purpose with economy in procedure. In

    fact, the research is design is the conceptual structure within which research is conducted; it

    constitutes the blue print of the collection, measurement and analysis of the data. As search the

    design includes an outline of what the researcher will do from writing the hypothesis and its

    operational implication to the final analysis of data.

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    The design is such studies must be rigid and not flexible and most focus attention on the

    following 2;

    Research Design can be categorized as:

    The present study is exploratory in nature, as it seeks to discover ideas and insight to brig out

    new relationship. Research design is flexible enough to provide opportunity for considering

    different aspects of problem under study. It helps in bringing into focus some inherent weakness

    in enterprise regarding which in depth study can be conducted by management.

    DATA COLLECTION

    For any study there must be data for analysis purpose. Without data there is no means of

    study. Data collection plays an important role in any study. It can be collected from various

    sources. I have collected the data from two sources which are given below:

    TYPES OF RESEARCH

    DESIGN

    EXPLORATORYRESEARCH

    DESIGN

    DESCRIPTIVE&

    DIAGNOSTICRESEARCH

    EXPERIMENTAL RESEARCH

    DESIGN

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    Scope Of The StudyThe scope of the study is very vital. Not only the Human Resource department can use the facts

    and figures of the study but also the marketing and sales department can take benefits from the

    findings of the study.

    Scope for the sales department

    The sales department can have fairly good idea about their employees,tat they are satisfied or

    not.

    Scope for the marketing department

    The marketing department can use the figures indicating that they are putting their efforts to plan

    their marketing strategies to achieve their targets or not.

    Scope for personnel department

    Some customers have the complaints or facing problems regarding the job. So the personnel

    department can use the information to make efforts to avoid such complaints.

    Sample Size :-

    Questionnaire Is Filled By 100 Employees Of ACCORD Meerur.

    The Questionnaire Was Filled In The Office And Vital Information Was Collected Which Was

    Then Subjects To:-

    A pilot survey was conducted before finalizing the questionnaire. Data collection was also done with the help of personal observation. After completion of survey the data was analyzed and conclusion was drawn. At the end all information was compiled to complete the project report.

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    DATA ANALYSIS

    &

    INTERPRETATION

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    Table No: 1

    Working hours are convenient for me

    PERCENT

    Strongly agree 34

    Agree 32

    Neither agree nor disagree 18

    Disagree 13

    Strongly disagree 3

    TOTAL 100

    CHART 1

    Interpretation:

    From the above chart and table it is clearly evident that 34% of the respondents strongly

    agree that working hours are convenient from them and 32% agree with that and 18%

    0

    20

    40

    60

    80

    100

    PERCENT

    strongly agree

    agree

    neither agree nor disagree

    disagree

    strongly disagree

    Total

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    neither agree nor disagree and 13% disagree with the working hours and 3% are strongly

    against working hours.

    Table No: 2

    I'm happy with my work place

    PERCENT

    Strongly agree 30

    Agree 39

    Neither agree nor disagree 18

    Disagree 8

    Strongly disagree 5

    100

    Chart 2

    Interpretation:

    From the above table it is clear that 30% respondents strongly agree and 39% respondents

    agree that they are happy with their work place only 13% disagreed and 18% have no idea

    towards their work place.

    0

    20

    40

    60

    80

    100

    percent

    Strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    Table No: 3

    I feel i have too much work to do

    PERCENT

    strongly agree 7

    Agree 9

    Neither agree nor disagree 25

    Disagree 37

    Strongly disagree 22

    100

    Chart 3

    Interpretation:

    From the above table it is quite clear that the work load is not

    high, 37% of the respondents disagreed with the question I feel I have

    too much work and another 22% strongly disagreed, 18% admits they

    have too much work and 23% have no idea towards this question.

    0

    20

    40

    60

    80

    100

    PERCENT

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    Table No: 4

    Safety measures provided by the company

    PERCENT

    strongly agree 28

    Agree 31

    Neither agree nor disagree 24

    Disagree 11

    Strongly disagree 6

    TOTAL 100

    CHART 4

    Interpretation:From the above table it is evident that the safety measures provided by the organizations

    are good as 28 and 31% of the respondents agree with that and only 11& 6% disagreed

    and 24% neither agreed nor disagreed.

    0

    20

    40

    60

    80

    100

    PERCENT

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    TABLE NO. 5

    My relationship with my supervisor is cordial

    PERCENT

    strongly agree 30

    Agree 41

    Neither agree nor disagree 16

    Disagree 6

    Strongly disagree 7

    TOTAL 100

    CHART 5

    Interpretation:

    From the above table it is clear that relationship between employees and their supervisors

    are cordial because 30% of respondents strongly agreed to it and 41% agreed to it and

    only 13% disagreed and 16% of respondents have neither agreed nor disagreed.

    0

    20

    40

    60

    80

    100

    PERCENT

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    TABLE NO 6

    My supervisor is not partial

    PERCENT

    strongly agree 18

    Agree 30

    Neither agree nor disagree 15

    Disagree 19

    Strongly disagree 18

    TOTAL 100

    CHART 6

    Interpretation:

    From the above table it is evident that the supervisors are not partial to the employees as

    18% strongly agreed and 30% agreed to the question but 19% disagreed and 18% strongly

    disagreed this level is quite high compared to other questions.

    0

    20

    40

    60

    80

    100

    PERCENT

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    TABLE NO 7

    My supervisor considers my idea too while taking decision

    PERCENT

    strongly agree 26

    Agree 43

    Neither agree nor disagree 26

    Disagree 2

    Strongly disagree 3

    TOTAL 100

    CHART 7

    Interpretation:

    From the above table it is clear that 26 and 42% of the respondents agree that supervisors

    consider their employees ideas also and only 5% disagreed and 26% neither agreed nor

    disagreed.

    0

    20

    40

    60

    80

    100

    PERCENT

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    TABLE NO 8

    I'm satisfied with the support from my co-workers

    PERCENT

    strongly agree 21

    Agree 47

    Neither agree nor disagree 16

    Disagree 9

    Strongly disagree 7

    TOTAL 100

    CHART 8

    Interpretation:

    From the above table it is clear that relation with co-workers is

    quite good as nearly 68% of the respondents agree that they are satisfied

    with support from co-workers and only 15% disagreed and 16% have no

    answer to this.

    0

    20

    40

    60

    80

    100

    PERCENT

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    TABLE NO 9

    People here have concern from one another and tend to help one another

    PERCENT

    strongly agree 26

    Agree 41

    Neither agree nor disagree 19

    Disagree 9

    Strongly disagree 5

    TOTAL 100

    CHART 9

    Interpretation:

    From the above table it is clear that in this organization people have concern over each

    other as 26% strongly agreed and 41% agreed and only 14% disagreed and 19% neither

    agreed nor disagreed.

    0

    20

    40

    60

    80

    100

    PERCENT

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    TABLE NO 10

    I'm satisfied with the refreshment facilities

    PERCENT

    strongly agree 26

    Agree 20

    Neither agree nor disagree 30

    Disagree 15

    Strongly disagree 9

    TOTAL 100

    CHART 10

    Interpretation:

    From the above table it is clear that 26% employees are strongly satisfied with the

    refreshment facilities offered by the company as 15% of respondents disagreed and 9%

    strongly disagreed and 30% neither agreed nor disagreed and only 20% agreed.

    0

    20

    40

    60

    80

    100

    PERCENT

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    TABLE NO 11

    We are provided with the rest and lunch room and they are good

    PERCENT

    strongly agree 16

    Agree 34

    Neither agree nor disagree 22

    Disagree 20

    Strongly disagree 8

    TOTAL 100

    CHART 11

    Interpretation:

    From the above table it is quite evident that 8% strongly disagreed and 20% of the

    respondents disagreed and 22% neither agreed nor disagreed and only 50% of the

    respondents are satisfied with the rest and lunch room provided.

    0

    20

    40

    60

    80

    100

    PERCENT

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    TABLE NO 12

    The parking space for our vehicles are satisfactory

    PERCENT

    strongly agree 4

    Agree 9

    Neither agree nor disagree 24

    Disagree 32

    Strongly disagree 31

    TOTAL 100

    CHART 12

    Interpretation:

    From the above table it is clear that respondents are not satisfied with the parking

    facilities provided by the company as 31% of respondents strongly disagreed and 32% of

    respondents disagreed and only 13% of respondents are satisfied with the parking

    facilities and 24% have neither agreed nor disagreed.

    0

    20

    40

    60

    80

    100

    PERCENT

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    Table no 13

    I fell I'm paid a fair amount for the work i do

    PERCENT

    strongly agree 15

    Agree 39

    Neither agree nor disagree 25

    Disagree 13

    Strongly disagree 8

    TOTAL 100

    Chart 13

    Interpretation:

    From the above table it is evident that the respondents are satisfied with their salary as

    39% agree and 15% strongly agree. Only `3% disagree and 8% strongly disagree, 25%

    neither agree nor disagree.

    0

    20

    40

    60

    80

    100

    percent

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    Table no 14

    I'm satisfied with the chances for my promotion

    PERCENT

    strongly agree 27

    Agree 43

    Neither agree nor disagree 13

    Disagree 9

    Strongly disagree 8

    TOTAL 100

    Chart 14

    Interpretation:

    From the above table it is quite clear that employees are satisfied with their chances for

    promotion as 43% agree and 27% strongly agree. Only 9% disagree and 8% strongly

    disagree, 13% neither agree nor disagree.

    strongly agreeAgree

    neither agree nor disagreeDisagree

    strongly disagreeTotal

    0

    50

    100

    percent

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    Table no 15

    I'm satisfied with the allowances provided by the organization

    PERCENT

    strongly agree 19

    Agree 42

    Neither agree nor disagree 21

    Disagree 11

    Strongly disagree 7

    TOTAL 100

    Chart 15

    Interpretation:

    From the above table it is clear that the employees are satisfied with the allowances and

    other benefits provided by the organization as 42% agree and 19% strongly agree. Only

    11% disagree and 7% strongly disagree, 21% neither agree nor disagree.

    0

    20

    40

    60

    80

    100

    Frequency

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    TABLE NO 16

    I feel my boss motivate me to achieve the organizational goals

    PERCENT

    strongly agree 11

    Agree 33

    Neither agree nor disagree 25

    Disagree 22

    Strongly disagree 9

    TOTAL 100

    CHART 16

    Interpretation:

    From the above table it is evident that employees boss are motivating to achieve

    organizational goals as 33% agree and 11% strongly agree. 22% disagree this is quite

    high compared to other factors and 9% strongly disagree and 25% neither agree nor

    disagree.

    0

    20

    40

    60

    80

    100

    PERCE3NT

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    TABLE NO 17

    My supervisor motivates me to increase my efficiency at times when i'm not

    PERCENT

    strongly agree 18

    Agree 44

    Neither agree nor disagree 18

    Disagree 13

    Strongly disagree 7

    TOTAL 100

    CHART 17

    Interpretation:

    From the above table it is evident that employees boss motivates the employee when he is

    unproductive and help him to be productive as 44% agree and 18% strongly agree. Only

    7% strongly disagree and 7% disagree, 18% neither agree nor disagree.

    .

    strongly agreeAgree

    neither agree nor

    disagree

    Disagreestrongly disagreeTotal

    0

    50

    100

    PERCENT

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    TABLE NO 18

    I feel that my job has little impact on the success of the company

    PERCENT

    strongly agree 35

    Agree 40

    Neither agree nor disagree 10

    Disagree 9

    Strongly disagree 6

    TOTAL 100

    Chart 18

    Interpretation:

    From the above chart it is clear that 75% respondents are think that they contribute in the

    success of a company, 9% respondent disagree from the statement and 6% respondent

    strongly disagree from the question.

    0

    20

    40

    60

    80

    100

    PERCENT

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    Table no 19

    Overall I'm satisfied with my job

    PERCENT

    strongly agree 28

    Agree 35

    Neither agree nor disagree 20

    Disagree 12

    Strongly disagree 5

    TOTAL 100

    Chart 19

    Interpretation:

    From the above table it is evident that Overall satisfactions of the respondents are good as

    35% agree and 28% strongly agree. Only 5% strongly disagree and 12% disagree and

    20% neither agree nor disagree.

    0

    20

    40

    60

    80

    100

    percent

    strongly agree

    Agree

    neither agree nor disagree

    Disagree

    strongly disagree

    Total

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    FINDINGS

    From the study, the researcher has come to know that most of the respondents have job

    satisfaction; the management has taken the best efforts to maintain cordial relationship

    with the employees. Due to the working conditions prevailing in this company, job

    satisfaction of each respondent seems to be the maximum. From the study, I have come to

    know that most of the employees were satisfied with the welfare measures provided by

    Accord. The employees of Accord get more benefits compare to other companies.

    The respondents are satisfied with the environment and nature of work factors . The respondents relationship with the superiors and colleagues are quitegood . The Respondents are not provided with proper welfare facilities.

    The communication and motivation of employees by their superiors in thisorganization is reasonable.

    The Pay and promotion activities in this organization is also good . The Respondents are overall satisfied with their job

    The Parking facilities provided by the organization are not good thatswhy mostrespondents disagree with this question.

    The refreshment facilities are also need to be improved

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    SUGGESTION AND RECAMANDATION

    In the organization most of employees are satisfied with all the facilities provided by

    company. But there are some employees also who are not satisfied with the company.

    Management should try to convert unsatisfied employees in to satisfied employees.

    Because if employee is not satisfied than the he is not able to give his 100% to his work

    and the productivity of employee decrease. So management should try to satisfied his

    employees because employees are the assets of the company not a liabilities.

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    LIMITATIONS OF THE STUDY

    Limitation are as follows-

    Accord, Meerut is more, so sample size is limited by

    100.

    situation; they feared that management

    would take any action against them

    respondents sometime may subject to bias.

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    ANNEXURESir my name is Bhaviya Nidhi Shukla I am doing my MBA, for this you are requested to

    please help me to fill this survey form

    Questionnaire

    A study on Job Satisfaction of Employees in ACCORD, Meerut

    1. Name:

    2. Age:

    3. Gender: Male

    Female

    4. Designation..

    Ques1- Working hours are convenient for me-

    1 strongly agree 2 agree 3 neither agree nor disagree 4 disagree 5 strongly disagree

    Ques2- I am happy with my work place-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques3- I feel I have too much work to do-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques4- Safety measures provided by the company are good-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques5- My relationship with my supervisor is cordial-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques6- My supervisor is not partial-

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    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques7- My supervisor consider my ideas while taking decision-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques8- I am satisfied with the support from my coworkers-

    1. strongly agree 2. Agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques9- People here have concern from one another and tend to help-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques10- I am satisfied with the refreshment facility-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques11- We are provided with the rest and lunch room and they are good-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques12- The parking spaces for vehicles are satisfactory-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques13- I feel I am paid a fair amount for the work I do-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques14- I am satisfied with the chances for my promotion-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques15- I am satisfied with the allowances provided by the organization-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques16- I feel my boss motivate me to achieve the organizational goals-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

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    Ques17- My supervisor motivate me to increase my efficiency at a time when I am not-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques18- I feel my job little impact on the success of the company-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree

    Ques19- Overall I am satisfied with my present job-

    1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly disagree